Analisis Tingkat Risiko Pembiayaan Murabahah, Musyarakah, Financing to Deposit Ratio (FDR) dan Pengaruhnya Terhadap Profitabilitas pada Bank Pembiayaan Rakyat Syariah Periode 2015-2017 yang telah di publikasikan oleh BI dan OJKTeknik sampel yang digunakan adalah purposive sampling sehingga diperoleh jumlah sampel sebanyak 3 BPRS yaitu Bank Pembiayaan Rakyat Syariah (BPRS) Amanah Rabbaniah Bandung, BPRS Berkah Ramadhan Tangerang, dan BPRS HIK Tangerang. Teknik analisis yang digunakan dalam penelitian ini adalah regresi linear berganda. Hasil penelitian ini menyatakan bahwa secara parsial risiko pembiayaan murabahah (NPF murabahah) dan Financing to Deposit Ratio (FDR) memiliki pengaruh yang positif dan signifikan terhadap profitabilitas. Sedangkan risiko pembiayaan musyarakah (NPF musyarakah) memiliki pengaruh negatif dan signifikan terhadap profitabilitas. Kata Kunci: Risiko Pembiayaan Murabahah (NPF Murabahah), Risiko Pembiayaan Musyarakah (NPF Musyarakah), Financing to Deposit Ratio (FDR), Profitabilitas (ROA).
{"title":"ANALISIS TINGKAT RISIKO PEMBIAYAAN MURABAHAH, TINGKAT RISIKO PEMBIAYAAN MUSYARAKAH, FINANCING TO DEPOSIT RATIO (FDR) DAN PENGARUHNYA TERHADAP PROFITABILITAS PADA BANK PEMBIAYAAN RAKYAT SYARIAH","authors":"Masturo Masturo, Samino Hendrianto","doi":"10.31000/dmj.v3i2.1961","DOIUrl":"https://doi.org/10.31000/dmj.v3i2.1961","url":null,"abstract":"Analisis Tingkat Risiko Pembiayaan Murabahah, Musyarakah, Financing to Deposit Ratio (FDR) dan Pengaruhnya Terhadap Profitabilitas pada Bank Pembiayaan Rakyat Syariah Periode 2015-2017 yang telah di publikasikan oleh BI dan OJKTeknik sampel yang digunakan adalah purposive sampling sehingga diperoleh jumlah sampel sebanyak 3 BPRS yaitu Bank Pembiayaan Rakyat Syariah (BPRS) Amanah Rabbaniah Bandung, BPRS Berkah Ramadhan Tangerang, dan BPRS HIK Tangerang. Teknik analisis yang digunakan dalam penelitian ini adalah regresi linear berganda. Hasil penelitian ini menyatakan bahwa secara parsial risiko pembiayaan murabahah (NPF murabahah) dan Financing to Deposit Ratio (FDR) memiliki pengaruh yang positif dan signifikan terhadap profitabilitas. Sedangkan risiko pembiayaan musyarakah (NPF musyarakah) memiliki pengaruh negatif dan signifikan terhadap profitabilitas. Kata Kunci: Risiko Pembiayaan Murabahah (NPF Murabahah), Risiko Pembiayaan Musyarakah (NPF Musyarakah), Financing to Deposit Ratio (FDR), Profitabilitas (ROA).","PeriodicalId":37068,"journal":{"name":"Dynamic Relationships Management Journal","volume":"44 1","pages":""},"PeriodicalIF":0.0,"publicationDate":"2019-09-17","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"82627944","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Usaha yang dilakukan Pemerintah Kota Tangerang membenahi akuntanbilitas dan transparansi penyelenggaraan pemerintahan cukup berhasil. Penelitian ini bertujuan menganalisis faktor-faktor motivasi pelayanan publik, perceived organizational support dan organizational citizenship behavior yang berpengaruh terhadap peningkatan kinerja organisasi publik di Kota Tangerang. Kecenderungan motivasi pelayanan publik, perceived organizational support dan organizational citizenship behavior diduga dapat mendorong peningkatan kinerja organisasi. Dalam rangka menganalisis faktor-faktor tersebut, maka dikembangkanlah model penelitian yang dibentuk dari telaah pustaka. Model ini memiliki tiga hipotesis dengan empat variabel: motivasi pelayanan publik, perceived organizational support dan organizational citizenship behavior dan kinerja organisasi. Analisis data terhadap 115 individu yang telah berstatus pegawai tetap pada institusi publik.di Kota Tangerang dilakukan dengan menggunakan Structural Equation Modeling (SEM) sebagai alat analisis menggunakan program LISREL 8.8. Pada akhirnya, penelitian ini juga diharapkan dapat menghubungkan hasil penelitian dengan implikasi teoritis dan implikasi kebijakan manajemen Pemerintah Kota Tangerang.Kata Kunci : Motivasi Pelayanan Publik , Perceived Organizational Support, Organizational Citizenship Behavior, Kinerja Organisasi
{"title":"PENGARUH MOTIVASI PELAYANAN PUBLIK, PERCEIVED ORGANIZATIONAL SUPPORT DAN ORGANIZATIONAL CITIZENSHIP BEHAVIOR TERHADAP KINERJA ORGANISASI SEKTOR PUBLIK DI KOTA TANGERANG","authors":"Andi Kusuma Negara, R. Febrianti","doi":"10.31000/dmj.v3i2.1962","DOIUrl":"https://doi.org/10.31000/dmj.v3i2.1962","url":null,"abstract":"Usaha yang dilakukan Pemerintah Kota Tangerang membenahi akuntanbilitas dan transparansi penyelenggaraan pemerintahan cukup berhasil. Penelitian ini bertujuan menganalisis faktor-faktor motivasi pelayanan publik, perceived organizational support dan organizational citizenship behavior yang berpengaruh terhadap peningkatan kinerja organisasi publik di Kota Tangerang. Kecenderungan motivasi pelayanan publik, perceived organizational support dan organizational citizenship behavior diduga dapat mendorong peningkatan kinerja organisasi. Dalam rangka menganalisis faktor-faktor tersebut, maka dikembangkanlah model penelitian yang dibentuk dari telaah pustaka. Model ini memiliki tiga hipotesis dengan empat variabel: motivasi pelayanan publik, perceived organizational support dan organizational citizenship behavior dan kinerja organisasi. Analisis data terhadap 115 individu yang telah berstatus pegawai tetap pada institusi publik.di Kota Tangerang dilakukan dengan menggunakan Structural Equation Modeling (SEM) sebagai alat analisis menggunakan program LISREL 8.8. Pada akhirnya, penelitian ini juga diharapkan dapat menghubungkan hasil penelitian dengan implikasi teoritis dan implikasi kebijakan manajemen Pemerintah Kota Tangerang.Kata Kunci : Motivasi Pelayanan Publik , Perceived Organizational Support, Organizational Citizenship Behavior, Kinerja Organisasi","PeriodicalId":37068,"journal":{"name":"Dynamic Relationships Management Journal","volume":"30 1","pages":""},"PeriodicalIF":0.0,"publicationDate":"2019-09-17","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"84549683","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Sugeng Siswondo, Hubungan Sikap Kerja, Motivasi Dan Kepemimpinan dengan Kinerja Staf Pada Universitas Muhammadiyah Tangerang (UMT). Tujuan penelitian adalah untuk mengetahui apakah terdapat hubungan Sikap Kerja, Motivasi dan Kepemimpinan dengan Kinerja Staf Pada UMT . Methode penelitian yang digunakan adalah methode penelitian Survei. Responden adalah Staf pada UMT. Type penelitian ini adalah penelitian penjelasan (explanatory research), karena penelitian ini menjelaskan hubungan Sikap Kerja, motivasi dan Kepemimpinan dengan Kinerja Staf. Pengumpulan data dilakukan melalui kuisioner. Analisis data menggunakan analisis regresi berganda.Hasil penelitian menunjukan bahwa Sikap Kerja, motivasi dan Kepemimpinan berhubungan dengan pruduktivitas kerja Staf UMT, dengan kontribusi determinasi (R2) sebesar 0,264 atau 26,4%, Dijelaskan oleh variabel lain diluar konsep penelitian dan persamaan regresi yang dihasilkan adalah Y=56,033+0,322X1+0,119X2-0,210X3. Hasil penelitian menunjukan bahwa variabel sikap kinerja lebih kuat berhubungan dengan Kinerja Staf UMT yaitu sebesar 0,322, sedangkan hubungan variabel Sikap Kerja sebesar 0,322 dan hubungan variabel Kepemimpinan sebesar -0,210.Dari hasil penelitian juga disimpulkan bahwa Kinerja Staf UMT akan semakin meningkat apabila Sikap Kerja, motivasi, dan Kepemimpinan lebih baik. Sikap Kerja dapat ditingkatkan dengan memberikan pelatihan Sikap Kerja yang lebih bermutu lagi, Motivasi dapat dilakukan dengan mendorong Staf untuk melakukan karya inovatif, memberikan penghargaan kepada Staf yang berprestasi dan secara bersama-sama membuat rencana dan menetapkan tujuan yang dicapai lembaga.
{"title":"HUBUNGAN SIKAP KERJA, MOTIVASI DAN KEPEMIMPINAN DENGAN KINERJA STAF PADA UNIVERSITAS MUHAMMADIYAH TANGERANG (UMT)","authors":"Sugeng Siswondo","doi":"10.31000/dmj.v3i1.1713","DOIUrl":"https://doi.org/10.31000/dmj.v3i1.1713","url":null,"abstract":"Sugeng Siswondo, Hubungan Sikap Kerja, Motivasi Dan Kepemimpinan dengan Kinerja Staf Pada Universitas Muhammadiyah Tangerang (UMT). Tujuan penelitian adalah untuk mengetahui apakah terdapat hubungan Sikap Kerja, Motivasi dan Kepemimpinan dengan Kinerja Staf Pada UMT . Methode penelitian yang digunakan adalah methode penelitian Survei. Responden adalah Staf pada UMT. Type penelitian ini adalah penelitian penjelasan (explanatory research), karena penelitian ini menjelaskan hubungan Sikap Kerja, motivasi dan Kepemimpinan dengan Kinerja Staf. Pengumpulan data dilakukan melalui kuisioner. Analisis data menggunakan analisis regresi berganda.Hasil penelitian menunjukan bahwa Sikap Kerja, motivasi dan Kepemimpinan berhubungan dengan pruduktivitas kerja Staf UMT, dengan kontribusi determinasi (R2) sebesar 0,264 atau 26,4%, Dijelaskan oleh variabel lain diluar konsep penelitian dan persamaan regresi yang dihasilkan adalah Y=56,033+0,322X1+0,119X2-0,210X3. Hasil penelitian menunjukan bahwa variabel sikap kinerja lebih kuat berhubungan dengan Kinerja Staf UMT yaitu sebesar 0,322, sedangkan hubungan variabel Sikap Kerja sebesar 0,322 dan hubungan variabel Kepemimpinan sebesar -0,210.Dari hasil penelitian juga disimpulkan bahwa Kinerja Staf UMT akan semakin meningkat apabila Sikap Kerja, motivasi, dan Kepemimpinan lebih baik. Sikap Kerja dapat ditingkatkan dengan memberikan pelatihan Sikap Kerja yang lebih bermutu lagi, Motivasi dapat dilakukan dengan mendorong Staf untuk melakukan karya inovatif, memberikan penghargaan kepada Staf yang berprestasi dan secara bersama-sama membuat rencana dan menetapkan tujuan yang dicapai lembaga.","PeriodicalId":37068,"journal":{"name":"Dynamic Relationships Management Journal","volume":"38 1","pages":""},"PeriodicalIF":0.0,"publicationDate":"2019-06-25","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"77283381","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Penelitian ini bertujuan untuk mengetahui Pengaruh beban kerja dan komunikasi terhadap produktivitas kerja karyawan pada PT. Woneel Midas Leathers di Tangerang. Metode penelitian ini menggunakan penelitian kuantitatif. Jumlah populasi yang penelitian ini sebanyak 200 dengan jumlah sampel sebanyak 67 orang dengan taraf kesalahan 10%. Data yang dikumpulkan menggunakan metode angket dengan skala Likert dan wawancara. Metode analisis penelitian ini menggunakan (1) Uji Validitas, (2) Uji reabilitas, (3) Analisis regresi sederhana, (4) Analisis regresi berganda, (5) Analisis korelasi sederhana, (6) Analisisis korelasi berganda, (7) Analisisi koefisien determinasi, (8) Uji t, (9) Uji f.Hasil penelitian ini menunjukkan bahwa: (1) Beban Kerja berpengaruh terhadap Produktivitas kerja karyawan dapat dilihat dari hasil perhitungan analisis regresi sederhana yaitu Y = 22,550 + 0,441X1. (2) Komunikassi berpengaruh terhadap Produktivitas Kerja Karyawan dari hasil perhitungan analisis regresi sederhana yaitu Y = 22,240 + 0,439X2. (3) beban kerja dan komunikasi berpengaruh terhadap produktivitas kerja dapat dilihat dari hasil perhitungan analisis regresi ganda yaitu Y = 16,739 + 0.268X1 + 0.324X2. (4) R Square Beban Kerja dan Komuikasi dengan Produktivitas Kerja adalah sebesar 0.503.Kata Kunci: Beban Kerja, Komunikasi, Produktivitas Kerja Karyawan
{"title":"PENGARUH BEBAN KERJA DAN KOMUNIKASI TERHADAP PRODUKTIVITAS KERJA KARYAWAN PADA PT WONEEL MIDAS LEATHERS DI TANGERANG","authors":"Siti Nursiah","doi":"10.31000/DMJ.V3I1.1708","DOIUrl":"https://doi.org/10.31000/DMJ.V3I1.1708","url":null,"abstract":"Penelitian ini bertujuan untuk mengetahui Pengaruh beban kerja dan komunikasi terhadap produktivitas kerja karyawan pada PT. Woneel Midas Leathers di Tangerang. Metode penelitian ini menggunakan penelitian kuantitatif. Jumlah populasi yang penelitian ini sebanyak 200 dengan jumlah sampel sebanyak 67 orang dengan taraf kesalahan 10%. Data yang dikumpulkan menggunakan metode angket dengan skala Likert dan wawancara. Metode analisis penelitian ini menggunakan (1) Uji Validitas, (2) Uji reabilitas, (3) Analisis regresi sederhana, (4) Analisis regresi berganda, (5) Analisis korelasi sederhana, (6) Analisisis korelasi berganda, (7) Analisisi koefisien determinasi, (8) Uji t, (9) Uji f.Hasil penelitian ini menunjukkan bahwa: (1) Beban Kerja berpengaruh terhadap Produktivitas kerja karyawan dapat dilihat dari hasil perhitungan analisis regresi sederhana yaitu Y = 22,550 + 0,441X1. (2) Komunikassi berpengaruh terhadap Produktivitas Kerja Karyawan dari hasil perhitungan analisis regresi sederhana yaitu Y = 22,240 + 0,439X2. (3) beban kerja dan komunikasi berpengaruh terhadap produktivitas kerja dapat dilihat dari hasil perhitungan analisis regresi ganda yaitu Y = 16,739 + 0.268X1 + 0.324X2. (4) R Square Beban Kerja dan Komuikasi dengan Produktivitas Kerja adalah sebesar 0.503.Kata Kunci: Beban Kerja, Komunikasi, Produktivitas Kerja Karyawan","PeriodicalId":37068,"journal":{"name":"Dynamic Relationships Management Journal","volume":"29 1","pages":""},"PeriodicalIF":0.0,"publicationDate":"2019-06-24","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"74885901","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2019-05-20DOI: 10.17708/DRMJ.2019.V08N01A01
Anamarija Cijan, Lea Jenič, Amadeja Lamovšek, Jakob Stemberger
This article examines how digitalization affects the workplace. Digitalization has been changing organizations from the discovery of the internet forward. Nowadays people cannot imagine business or their personal lives without digital technologies. Digitalization has created many challenges as well as excellent opportunities for organizations. Most existing studies examined the role of digitalization on business performance and worker productivity. We focus specifi‐ cally on job satisfaction, work/life balance, and worker autonomy as three under‐researched areas of academic inquiry. We suggest that digitalization improves job satisfaction, blurs work/life balance, and promotes more worker autonomy. This research is based on answers collected with an online survey of 98 individual employees, working professionals across industries and disciplines. We analyze gathered data with one‐sample t‐tests and support all three hypotheses. Findings from the research can help managers better understand the importance and the effects of the digitalization. Because digitalization at work brings challenges and as well opportunities, it is important for managers to understand them completely in order to eliminate the risks and increase the favorable effects.
{"title":"HOW DIGITALIZATION CHANGES THE WORKPLACE","authors":"Anamarija Cijan, Lea Jenič, Amadeja Lamovšek, Jakob Stemberger","doi":"10.17708/DRMJ.2019.V08N01A01","DOIUrl":"https://doi.org/10.17708/DRMJ.2019.V08N01A01","url":null,"abstract":"This article examines how digitalization affects the workplace. Digitalization has been changing organizations from the discovery of the internet forward. Nowadays people cannot imagine business or their personal lives without digital technologies. Digitalization has created many challenges as well as excellent opportunities for organizations. Most existing studies examined the role of digitalization on business performance and worker productivity. We focus specifi‐ cally on job satisfaction, work/life balance, and worker autonomy as three under‐researched areas of academic inquiry. We suggest that digitalization improves job satisfaction, blurs work/life balance, and promotes more worker autonomy. This research is based on answers collected with an online survey of 98 individual employees, working professionals across industries and disciplines. We analyze gathered data with one‐sample t‐tests and support all three hypotheses. Findings from the research can help managers better understand the importance and the effects of the digitalization. Because digitalization at work brings challenges and as well opportunities, it is important for managers to understand them completely in order to eliminate the risks and increase the favorable effects.","PeriodicalId":37068,"journal":{"name":"Dynamic Relationships Management Journal","volume":"7 1","pages":""},"PeriodicalIF":0.0,"publicationDate":"2019-05-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"86668649","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2019-05-20DOI: 10.17708/DRMJ.2019.V08N01A04
E. Brzovska, Stojan Debarliev, Aleksandra Janeska – Iliev
Despite the growing popularity of the employer branding concept, academic research on the topic is limited; this is piv‐ otal and pioneer research in the Republic of North Macedonia. This research investigates the possible factors that might affect the specific dimensions of firms’ HR branding, such as employer branding, internal branding, and total rewards branding. Different parametric and non‐parametric tests were run to determine if there were group differences in em‐ ployer branding, internal branding, and total rewards branding scores between groups within eight evaluated variables divided into three categories: demographics of respondents (age, gender, and educational level), firm characteristics (size, industry sector, and ownership origin), and professional characteristics of respondents (job level position and cus‐ tomer contact level). The results confirm the expected differences in some of the evaluated HR branding dimensions between employees with different professional characteristics (job level position and customer contact level). Abstract
{"title":"HR BRANDING AND THE POTENTIAL VALUE: EMPIRICAL EVIDENCE AND PRACTICAL IMPLICATIONS","authors":"E. Brzovska, Stojan Debarliev, Aleksandra Janeska – Iliev","doi":"10.17708/DRMJ.2019.V08N01A04","DOIUrl":"https://doi.org/10.17708/DRMJ.2019.V08N01A04","url":null,"abstract":"Despite the growing popularity of the employer branding concept, academic research on the topic is limited; this is piv‐ otal and pioneer research in the Republic of North Macedonia. This research investigates the possible factors that might affect the specific dimensions of firms’ HR branding, such as employer branding, internal branding, and total rewards branding. Different parametric and non‐parametric tests were run to determine if there were group differences in em‐ ployer branding, internal branding, and total rewards branding scores between groups within eight evaluated variables divided into three categories: demographics of respondents (age, gender, and educational level), firm characteristics (size, industry sector, and ownership origin), and professional characteristics of respondents (job level position and cus‐ tomer contact level). The results confirm the expected differences in some of the evaluated HR branding dimensions between employees with different professional characteristics (job level position and customer contact level). Abstract","PeriodicalId":37068,"journal":{"name":"Dynamic Relationships Management Journal","volume":"7 1","pages":""},"PeriodicalIF":0.0,"publicationDate":"2019-05-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"78579801","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2019-05-01DOI: 10.17708/DRMJ.2019.V08N01A03
Ljupčo Eftimov, Andrijana Ristovska
{"title":"THE ROLE OF HUMAN RESOURCE MANAGEMENT IN RETAINING TALENT: EMPIRICAL ANALYSIS OF YOUTH IN THE REPUBLIC OF NORTH MACEDONIA","authors":"Ljupčo Eftimov, Andrijana Ristovska","doi":"10.17708/DRMJ.2019.V08N01A03","DOIUrl":"https://doi.org/10.17708/DRMJ.2019.V08N01A03","url":null,"abstract":"","PeriodicalId":37068,"journal":{"name":"Dynamic Relationships Management Journal","volume":"8 4","pages":""},"PeriodicalIF":0.0,"publicationDate":"2019-05-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"72486733","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2019-05-01DOI: 10.17708/DRMJ.2019.V08N01A05
Mimoza Bogdanoska Jovanovska, T. Ivanović
Globalization has become one of the most influential trends in the business environment in recent decades. Since com‐ panies started to spread their operations beyond national borders and to employ people originating from different countries, new challenges for human resource management have emerged. This paper ascertains, summarizes, and explains specificities of staffing in an international context, theories dealing with global staffing, and basic approaches to the staffing process in order to identify various determinants which may affect the process of choosing an appro‐ priate staffing policy in multinational companies, i.e., the decision‐making process about staffing of global managers in an international business environment. Various research has shown that the success of a global manager depends not only on the employee’s personality and adaptability to different cultures, but also on the willingness and readiness of his or her family members to move to a foreign country. The conclusion of this paper is that staffing decisions for global managers, in addition to technical competencies and expertise, should take into consideration different indi‐ vidual and social factors (i.e., different personal attributes and skills, as well as specific requirements of a manager’s family) and that selection procedures should be customized to enable determining the best individuals for managerial positions in foreign subsidiaries of multinational companies, who will be able to fit into the new environment quickly and easily and perform the job in an expected manner.
{"title":"INDIVIDUAL AND SOCIAL ASPECTS OF GLOBAL HUMAN RESOURCES STAFFING","authors":"Mimoza Bogdanoska Jovanovska, T. Ivanović","doi":"10.17708/DRMJ.2019.V08N01A05","DOIUrl":"https://doi.org/10.17708/DRMJ.2019.V08N01A05","url":null,"abstract":"Globalization has become one of the most influential trends in the business environment in recent decades. Since com‐ panies started to spread their operations beyond national borders and to employ people originating from different countries, new challenges for human resource management have emerged. This paper ascertains, summarizes, and explains specificities of staffing in an international context, theories dealing with global staffing, and basic approaches to the staffing process in order to identify various determinants which may affect the process of choosing an appro‐ priate staffing policy in multinational companies, i.e., the decision‐making process about staffing of global managers in an international business environment. Various research has shown that the success of a global manager depends not only on the employee’s personality and adaptability to different cultures, but also on the willingness and readiness of his or her family members to move to a foreign country. The conclusion of this paper is that staffing decisions for global managers, in addition to technical competencies and expertise, should take into consideration different indi‐ vidual and social factors (i.e., different personal attributes and skills, as well as specific requirements of a manager’s family) and that selection procedures should be customized to enable determining the best individuals for managerial positions in foreign subsidiaries of multinational companies, who will be able to fit into the new environment quickly and easily and perform the job in an expected manner.","PeriodicalId":37068,"journal":{"name":"Dynamic Relationships Management Journal","volume":"178 2 1","pages":""},"PeriodicalIF":0.0,"publicationDate":"2019-05-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"72868685","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2019-05-01DOI: 10.17708/DRMJ.2019.V08N01A02
Deimante Gutauskaite, F. Koster
{"title":"HRM‐CULTURE FIT: WHY THE LINK BETWEEN HUMAN RESOURCE PRACTICES AND COMMITMENT VARIES ACROSS COUNTRIES","authors":"Deimante Gutauskaite, F. Koster","doi":"10.17708/DRMJ.2019.V08N01A02","DOIUrl":"https://doi.org/10.17708/DRMJ.2019.V08N01A02","url":null,"abstract":"","PeriodicalId":37068,"journal":{"name":"Dynamic Relationships Management Journal","volume":"8 1","pages":""},"PeriodicalIF":0.0,"publicationDate":"2019-05-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"86564479","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Penelitian ini bertujuan untuk menganalisis manajemen risiko likuiditas BPR di Kota Tangerang melalui kecukupan modal dengan tujuan akhir merekomendasikan kebijakan untuk memperbaiki manajemen risiko likuiditas BPR. Jenis penelitian ini menggunakan jenis penelitian eksplanatori dengan pendekatan kuantitatif. Analisis data dalam penelitian menggunakan analisis regresi linier berganda pada panel data laporan keuangan 20 BPR di Tangerang dari tahun 2012 sampai 2016. Ada dua kelompok variabel yang digunakan dalam penelitian ini. Variabel terikat dalam penelitian ini adalah risiko likuiditas diukur dengan current ratio. kecukupan modal diukur dengan capital adequacy ratio ( CAR ). Hasil penelitian ini menunjukkan bahwa kecukupan modal berpengaruh signifikan terhadap Manajemen Risiko Likuiditas pada Bank Perkreditan Rakyat..Kata Kunci : Kecukupan Modal dan Manajemen Risiko Likuiditas
{"title":"PENGARUH KECUKUPAN MODAL TREHADAP MANAJEMEN RISIKO LIKUIDITAS BANK PERKREDITAN RAKYAT (Studi Empiris Pada Bank Prekreditan Rakyat di Kota Tangerang)","authors":"H. Febrianto, Rabitha Fazira","doi":"10.31000/dmj.v3i1.1542","DOIUrl":"https://doi.org/10.31000/dmj.v3i1.1542","url":null,"abstract":"Penelitian ini bertujuan untuk menganalisis manajemen risiko likuiditas BPR di Kota Tangerang melalui kecukupan modal dengan tujuan akhir merekomendasikan kebijakan untuk memperbaiki manajemen risiko likuiditas BPR. Jenis penelitian ini menggunakan jenis penelitian eksplanatori dengan pendekatan kuantitatif. Analisis data dalam penelitian menggunakan analisis regresi linier berganda pada panel data laporan keuangan 20 BPR di Tangerang dari tahun 2012 sampai 2016. Ada dua kelompok variabel yang digunakan dalam penelitian ini. Variabel terikat dalam penelitian ini adalah risiko likuiditas diukur dengan current ratio. kecukupan modal diukur dengan capital adequacy ratio ( CAR ). Hasil penelitian ini menunjukkan bahwa kecukupan modal berpengaruh signifikan terhadap Manajemen Risiko Likuiditas pada Bank Perkreditan Rakyat..Kata Kunci : Kecukupan Modal dan Manajemen Risiko Likuiditas","PeriodicalId":37068,"journal":{"name":"Dynamic Relationships Management Journal","volume":"10 1","pages":""},"PeriodicalIF":0.0,"publicationDate":"2019-04-23","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"79131936","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
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